What are the core functions of human resources?

The core of human resource management: recruiting, educating, employing and retaining people.

The core functions include human resource allocation, human resource development, human resource evaluation and human resource incentive, so as to build a scientific and effective human resource management mechanism of "recruiting, educating, employing and retaining people".

1, human resources strategy and system: comprehensively plan the company's human resources strategy according to the company's development strategy, including the career planning and design of the company's managers above the supervisor, and do a good job in the echelon construction of successors; And according to the strategic organization, formulate and supervise the implementation of the company's human resources development rules and regulations, plans, implementation rules and workflow, so as to improve the company's human resources management system, ensure that human resources work effectively supports the realization of business objectives of various departments of the company, and improve the company's per capita efficiency;

2. Recruitment and allocation: according to the company's business development goals, formulate human resources planning, adopt various ways to expand recruitment channels, standardize recruitment processes, participate in interviews and screening of candidates for key positions, improve recruitment quality, reduce recruitment costs, and ensure that the company's human resources stock meets the needs of business development; Transfer, attendance, leave and resignation.

3. Training: according to the needs of business development, formulate and organize the implementation of employee training plan, organize skill appraisal, supervise training effect evaluation, reasonably control training expenses, ensure employee training coverage and training satisfaction to meet the company's requirements, improve the company's human resources quality, and support the realization of performance goals;

4. Assessment: according to the company's business orientation, formulate performance assessment management system, implement assessment indicators and supervise their implementation, count assessment results, manage assessment documents, improve performance after assessment, and communicate and dismiss unqualified employees; Assist the business supervisor to review the bonus or commission distribution plan of each functional department according to the regulation that performance is linked to salary; Improve the performance level of employees;

5. Salary and welfare: track the salary level of the industry, formulate the incentive salary and welfare system and scheme in combination with the national welfare policy, review the monthly salary data of employees, and supervise the payment of social security benefits for employees; Organize salary increase review and promotion review; Ensure the stability and enthusiasm of employees and reasonably control labor costs;

6, labor relations: according to the company's employment regulations, responsible for the signing and management of employee labor contracts; Timely deal with major personnel issues in the company's management process, and provide reference opinions for the appointment and removal of major personnel in the company; Accept employee complaints, handle labor disputes and disputes or conduct labor litigation on behalf of the company; Ensure the establishment of harmonious labor relations and maintain the company's good employer image;

7. Organizational culture and structure: according to the company's strategic and historical development, combined with the characteristics of the industry, through the construction of institutional processes and the development of amateur activities, we will shape, maintain, develop and spread an aggressive corporate culture; According to the company's business development, be responsible for drafting the organizational structure setting or reorganization plan to support the improvement of workflow efficiency;

8. Department management: responsible for the team building of department personnel, selecting, training and assessing the employees of this department; Responsible for the division of tasks within the department, guide employees to make stage work plans and supervise their implementation; Responsible for controlling departmental budget and reducing expenses and costs; Ensure the training of efficient employees and the realization of departmental business objectives.